Senior Director, Employee Relations

Human Resources Dallas, Texas


Description


Job Family: Human Resources

Designs, implements, and monitors human capital programs and policies including total rewards, talent management, learning and development, recruitment and employee relations. Anticipates and plans for long-term people-related needs and trends. Ensures current employees have the necessary skills for future requirements. Maintains HR information systems.

Job Function: Business Partnering

Develops and executes strategy for business units or functional groups supported and ensures alignment with overall business and people strategy. Plans, administers and reviews activities across HR. Strategically partners with business leaders to provide strategic counsel and to ensure that HR policies, procedures and programs are aligned with business needs. Establishes or maintains partnerships across the HR function to deliver value-added service to management and employees that reflect the company's business objectives.

Summary of Responsibilities:

The Sr. Director, Employee Relations plays a crucial role in the execution of the HR Strategy. Partnering Business Leaders in support of strategic business objectives, the Director, Employee Relations advises and coaches leaders in all elements of talent management, including identifying current and future people implications. S/he is responsible for developing and maintaining strong partnerships with business executives in support of their objectives, and in creating proactive programs to give managers the necessary tools to identify, resolve, and possibly avoid employee relations issues.



Essential Functions:

  • Oversees a team of employee relations professionals.
  • Manages caseload of complex/senior level employee relations cases and manages a team of ER professionals (analysts/managers/consultants).
  • Responds to complex employee relations issues, such as harassment allegations, and works effectively with employees and management to address and resolve issues which require a high degree of judgment and decision making.
  • Directs projects and project teams to develop HR risk mitigation strategy, best practices, and policies and propose modifications or additions to better meet the organizations needs.
  • Provides risk mitigation trending and reporting to EMC, Compliance, and HR senior leadership as applicable.
  • Analyzes trends and metrics in partnership with HR team to help leader make informed decisions to support the organization and individual business units.
  • Identifies trends, and develops and monitors programs and results; Supports managers in forecasting and planning their staffing needs in line with their department strategy.
  • Minimizes human capital consultation costs by partnering with legal counsel to provide subject matter expertise in responding to employment related litigation or regulatory reviews; including settlement negotiations, hearings, and unemployment claims.
  • Develops and presents employee relations, diversity, management best practices, and harassment training, as well as, other HR training.
  • Identifies potential compliance, ethics or EEO issues and proposes solutions based on investigation findings.


Other Functions:

  • Other duties as assigned.


Supervisory Responsibilities:

Manages subordinate managers and professional staff. Is responsible for the strategic guidance, development and evaluation of employees. Carries out supervisory responsibilities in accordance with Santander’s policies and applicable laws.

Requirements:

  • Education -
    • Bachelor's Degree: in HR, Business, Industrial/Labor Relations, Psychology, or equivalent field.
    • or equivalent work experience
    • Master's Degree
  • Experience -
    • 12-15 years related experience with a strong focus on employee relations, engagement, conflict resolution and employee development.
    • 12-15 years of broad-based HR management experience with 5 working closely with the C-Suite.
  • Skills & Abilities -
    • Ability to recommend operational strategies and plans with direct impact on company’s results
    • Strong decision making skills with primary focus on accomplishing company and departmental goals
    • Demonstrated knowledge of employment/labor laws and regulations
    • Ability to handle sensitive information with the highest degree of integrity and confidentiality
    • Exemplary leadership skills in terms of team member motivation, visibility, and mentoring skills
    • Ability to exercise superior reasoning skills and sound business judgment to influence decision making and effectively interface with executive management.
    • Effective influencing skills dealing with ambiguity and conflict resolution
    • Ability to successfully manage multiple large, complex projects, priorities and deadlines concurrently, often under tight time constraints.
       
    • Excellent oral and written communication skills and an ability to effectively interact with a variety of individuals internally and externally at all levels
    • Strong process improvement skills
    • Strong technology and computer skills, with the ability to effectively use Microsoft Office (Word, Excel, Outlook, PowerPoint)
    • Exceptionally detail oriented with strong organizational and analytical skills
    • Demonstrated ability to meet results in a fast-paced, rapidly changing environment
    • Demonstrated ability to work in team environment with track record of producing results leveraging cross-functional collaboration and strategic working relationships
    • Outstanding decision making skills with primary focus on accomplishing company and departmental goals
    • Excellent problem solving and analytical skills to make determinations in an efficient and timely manner
  • Licenses & Certifications -
    • Other Professional Certification (PHR, SPHR, GPHR, SHRM-SCP, SHRM-CP)


Competencies:

  • Change Orientation - Flexibility:
    • Advanced - Leading and Guiding
      • Anticipates the impact of change and creates an environment where change can be initiated with minimal disruptions and negative impact
      • Helps people to understand how proposed changes will affect them and the organization


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  • Collaboration - :
    • Advanced - Leading and Guiding
      • Identifies and focuses on resolving the key issue at the heart of the conflict
      • Displays strong diplomacy skills; anticipates and prepares for how others will react


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  • Collaboration - Teamwork:
    • Advanced - Leading and Guiding
      • Brings out the best in each team member by consistently motivating and acknowledging peer contributions
      • Understands and leverages team dynamics


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  • Customer Focus - Customer Understanding:
    • Advanced - Leading and Guiding
      • Stays up-to-date with needs, preferences, trends and practices which impact customers
      • Acts as a role model by being a source of advice and knowledge regarding customer issues


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  • Execution - Accountability:
    • Advanced - Leading and Guiding
      • Fully accountable for timeliness, completeness, quality of projects, processes, products and services
      • Remains calm and focused on goals while facing pressures, obstacles or short-term setbacks


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  • Influence - Two-way Communication:
    • Advanced - Leading and Guiding
      • Effectively conveys difficult or complex information in an easy to understand manner, by providing the big picture and illustrating important linkages
      • Asks open-ended questions that encourage others to give their points of view


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  • Problem Solving - Solution Definition:
    • Advanced - Leading and Guiding
      • Persists in searching out the root causes of major problems rather than being satisfied with partial solutions or “quick fixes”
      • Brings new thinking, insights or technology to problem resolution


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  • Risk Business Acumen - Industry Acumen:
    • Advanced - Leading and Guiding
      • Keeps up -to-date with external market events, pressures and regulations which may impact the organization and assesses whether similar issues exist in the organization
      • Can identify functional and organizational implications associated with major trends
      • Designs solutions to address industry activities that impact the organization


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  • Risk Management - Knowledge of Risk Management Policies, Regulations, Processes and Procedures:
    • Advanced - Leading and Guiding
      • Monitors adherence to policies, regulations, processes and procedures within function and actively undertakes corrective action where necessary
      • Understands end to end processes across the organization and how processes are integrated
      • Has a practical knowledge of regulations impacting area supported


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Working Conditions:

  • Frequently: Minimal physical effort such as sitting, standing, and walking.
  • Occasional moving and lifting of equipment and furniture is required to support onsite and offsite meeting setup and teardown.
  • Physically capable of lifting up to fifty pounds, able to bend, kneel, climb ladders.


Employer’s Rights:

  • This job description does not list all the duties of the job.  You may be asked by your supervisors or managers to perform other duties.  You will be evaluated in part based upon your performance of the tasks listed in this job description.
  • The employer has the right to revise this job description at any time.  This job description is not a contract for employment, and either you or the employer may terminate employment at any time, for any reason.